Human Resource Management Assessment: Training and Development in a Selected Company

Bupa is recognized as one of the premier providers of residential aged care in New Zealand, operating 50 care homes across the country. As a part of Bupa Australia New Zealand Market Units, it encompasses personal and corporate health insurance, hospitals, and aged care facilities (Bupa). Despite its extensive history and operational framework, Bupa New Zealand has faced significant criticism in recent years regarding inadequate training and subpar quality of care, culminating in tragic incidents, including the death of a patient. Addressing these issues necessitates the development of a comprehensive training program aimed at enhancing staff competence and overall care quality. This essay outlines the essential steps for creating an effective training program within Bupa, focusing on human resource management assessment, training, and development.

Conducting Needs Assessments

To initiate a training program, it is crucial for management to conduct thorough needs assessments at the organizational, functional, and individual levels. This process will help identify specific issues that can be addressed through targeted training initiatives. An analysis of recent complaints and incidents at Bupa reveals a pattern of negligence that underscores the need for improved training. For instance, the St Kilda Care Home faced serious allegations following the treatment of Robert Love's mother, who suffered from neglect and ultimately passed away. Similarly, complaints from other families highlighted understaffing and inadequate training among staff members, leading to dangerous situations for residents. This evidence points to a pressing need for a structured training program to enhance staff capabilities and ensure patient safety.

Ensuring Employee Readiness for Training

Before designing the learning environment, it is essential to assess employees' readiness for training. This involves evaluating their current skills, knowledge, and attitudes toward training and development. It is also important to ensure that the training can be effectively transferred to the workplace. Establishing a robust evaluation plan prior to training implementation is crucial to measure the program's success and make necessary adjustments.

Training Methods and Implementation

Once the needs assessments are completed and employee readiness is confirmed, the next step involves selecting appropriate training methods and monitoring the program's progress. Bupa can benefit from a combination of traditional and innovative training methods, including:

• Simulation Training: This method allows caregivers to engage in realistic scenarios, enhancing their problem-solving skills and decision-making abilities.
• Team Training: Fostering teamwork among caregivers is essential for improving communication and operational efficiency, particularly in the context of the complaints resolution process.
• E-learning Modules: Implementing technology-driven training, such as e-learning platforms, can provide caregivers with flexible and accessible learning opportunities, enhancing their skills and knowledge at their own pace.

Learning Objectives

Establishing clear learning objectives is vital for the success of Bupa’s training program. The primary objectives include:

1. Enhancing individual skills and knowledge within the aged care industry.
2. Improving organizational communication to streamline the complaints resolution process.

Learning Theories and Environment

To create an effective learning environment, Bupa can leverage social learning theory, which emphasizes the importance of observational learning and collaborative engagement. Caregivers can learn from experienced colleagues and apply their knowledge in practical settings. Additionally, incorporating elements of the new social learning theory, which integrates social media tools, can foster knowledge sharing and connectivity among staff.

Evaluation Plans

Before implementing training methods, Bupa must develop evaluation plans that include outcome measures and measurement strategies. Skill-based outcomes are particularly relevant in this context, as they assess technical skills and behaviors critical for caregiving. According to Kirkpatrick's framework, evaluating learning and behavior will provide insights into the effectiveness of the training program.

Measurement Strategies

Bupa can utilize several measurement strategies to evaluate the training program effectively:

Conclusion

In summary, Bupa faces significant challenges stemming from insufficiently trained staff and a lack of effective communication, which hampers the complaints resolution system. To address these issues, the development of a comprehensive training program is essential. By conducting thorough needs assessments, ensuring employee readiness, and selecting appropriate training methods, Bupa can create a learning environment conducive to improving staff skills and enhancing patient care. Additionally, implementing evaluation plans and measurement strategies will ensure the training program's effectiveness. Ultimately, investing in training and development will lead to better outcomes for both caregivers and the residents they serve.

References

Bupa. (n.d.). Retrieved from [insert URL here]

Noe, R. A. (2013). Employee Training and Development. New York: McGraw-Hill.

Bingham, T., & Conner, M. (2015). The New Social Learning: A Guide to Transforming Organizations Through Social Media. Berkeley, CA: Berrett-Koehler Publishers.

McArdle, G. (2015). The Power of Storytelling in Training. Training & Development, 69(4), 36-39.